By a Certified HR Veteran Who’s Seen It All
Let me start with this: after decades in HR, I’ve interviewed people in full suits, in flip-flops, and once—memorably—in a pirate costume. (It was Halloween, but still.) I’ve hired future CEOs and… a guy who put “fluent in sarcasm” under languages.
In short: I’ve seen the full spectrum of humanity walk into an interview room. And if you’ve ever been tasked with hiring someone, you know how hard it is to get it right. You want someone competent, of course—but also someone who won’t microwave fish in the office kitchen or respond to feedback with interpretive dance.
So, from one hiring human to another, here’s my warm, slightly wise, slightly weary guide to what to actually look for in a candidate—beyond the buzzwords and bullet points.
1. Look for Curiosity, Not Just Credentials
Yes, a shiny resume is nice. But you know what’s better? A candidate who says, “I read about your latest launch—can you tell me more about how that came together?”
Curiosity shows engagement, initiative, and that they have, in fact, Googled the company before showing up. If they’re curious, they’ll learn. And learning beats knowing (especially in this economy).
2. Cultural Fit > Clone Fit
You don’t need someone exactly like the rest of your team—you need someone who complements it. Think puzzle piece, not mirror image.
Ask yourself:
- Will this person bring new perspectives?
- Can they challenge groupthink (nicely)?
- Will they vibe with your Slack memes?
Sometimes the best hires are the ones who surprise you a little.
3. Emotional Intelligence Over Ego
Give me a candidate who can talk about a failure—and what they learned from it—over someone who claims they’ve never made a mistake. (Spoiler: they definitely have.)
Look for signs of humility, empathy, and the ability to take feedback without bursting into flames. These soft skills often lead to strong, long-term performers.
4. Enthusiasm Counts (But Desperation Is a Red Flag)
Enthusiasm is someone who leans in, asks good questions, and lights up talking about their work.
Desperation is someone who says, “I’ll do literally anything” with the intensity of a contestant on a reality show finale.
One’s a future team player. The other might start crying during onboarding.
5. Check the “Can I Be in a 30-Minute Meeting With You Without Dying” Factor
This is critical. You’ll be working with this person. A lot.
Can you imagine being in a Zoom meeting with them at 9 a.m. on a Tuesday with coffee still brewing and Wi-Fi acting weird—and not resenting your entire existence?
If yes, that’s a win.
6. Watch for the Small Signs
I’ve learned to trust my gut when it comes to things like:
- How they treat the receptionist
- Whether they say “we” or “I” when talking about past roles
- If they follow up with a thank-you email that doesn’t include a typo in your name (it’s “Karen,” not “Keenan,” but thanks.)
The little things are often big things in disguise.
Hire the Human, Not Just the Résumé
At Matte Placements, we know the hiring process isn’t about finding a perfect piece of paper—it’s about finding a person. One who will grow, contribute, and ideally not set off any fire alarms in their first week.
Whether you’re building a team from scratch or replacing a legend who just left for Bali (jealous), we’re here to help you find candidates who are talented, trustworthy, and actually excited to show up on Monday.
Want help hiring the kind of people you actually want to work with?
Let’s talk. We’ve got over a decade of experience, a sharp eye for talent, and a pretty good radar for resume nonsense.
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